ZipRecruiter

Log In

1

Contract Seed Analyst Jobs (NOW HIRING)

NxT Level

HR Consultant

Manhattan, NY · On-site

If you're an entrepreneurial HR leader who can parachute into Seed/Series A/B environments ... Sales pipeline support, marketing, FP&A, contracts, invoicing, HR/IT stack, and recruiting ...

Frontier Cooperative

Ag Advisor

Syracuse, NE · On-site

Analyzing producer's crop production history, future yield expectations, soil type and fertility ... Assess effectiveness of past crop seed, fungicide, herbicide, and insecticide products used. Based ...

Roberts Recruiting

Senior Data Scientist

Boston, MA · On-site

We're an exciting seed round, Boston-based,contract management and analysis tool for technology companies to track and search key liabilities across all contracts and make finding key contract data ...

United Genetics

Farm Assistant I

Hollister, CA · On-site

$18 - $20/hr

What began as a family-owned seed company grew into an international vegetable seed organization ... Analytical mind to recognize and apply the fundamental skills and working knowledge of concepts ...

KAGOME

Farm Assistant I

Hollister, CA · On-site

$18 - $20/hr

What began as a family-owned seed company grew into an international vegetable seed organization ... Analytical mind to recognize and apply the fundamental skills and working knowledge of concepts ...

Actalent

Lab Techician

Lubbock, TX

$16 - $17/hr

Analyze seed purity and perform accurate seed counts * Collect and organize product samples ... Fast-paced lab and production environment Job Type & Location This is a Contract position based out ...

New

GREEN CIRCLE GROWERS INC

Accounting Specialist

Oberlin, OH · On-site

$20 - $27/hr

... also with contract growers, independent garden centers, and landscapers. Express Seed Company ... Office suite Strong analytical skills and attention to detail Excellent verbal and written ...

Green Circle Growers

Accounting Specialist

Oberlin, OH · On-site

$20 - $27/hr

... also with contract growers, independent garden centers, and landscapers. Express Seed Company ... suite • Strong analytical skills and attention to detail • Excellent verbal and written ...

MKC

Operations Sales and Service Specialist

Walton, KS · On-site

Working knowledge of crop nutrients, crop protection products, seed, and agronomy services ... Strong planning, coordination, communication, organization, and analytical skills * Ability to work ...

next page

Showing results 1-20

All JobsContract Seed Analyst Jobs

Contract Seed Analyst information

See salary details

$39.5K

$75.9K

$117K

How much do contract seed analyst jobs pay per year?

As of Jun 16, 2026, the average yearly pay for contract seed analyst in the United States is $75,883.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,000.00 and $83,500.00 per year, depending on experience, location, and employer.
What cities are hiring for Contract Seed Analyst jobs? Cities with the most Contract Seed Analyst job openings:
What are the most commonly searched types of Seed Analyst jobs? The most popular types of Seed Analyst jobs are:
What states have the most Contract Seed Analyst jobs? States with the most job openings for Contract Seed Analyst jobs include:
Contract Seed Analyst jobs near you

HR Consultant

NxT Level

Manhattan, NY • On-site

Full-time

Posted 11 days ago

Job description

Founding Head of HR Consulting (De Novo)
Division: Nxt Level - HR Consulting (New Practice Launch)
Location: Remote (USA) with occasional travel • Type: Full-time
Compensation: Competitive base + performance bonus + profit share/equity upside
Summary
We're launching a brand-new HR Consulting arm at Nxt Level and looking for a founding operator to build it from zero to scale. You'll have the backing of our recruiting engine, brand, tooling, and operations-while owning strategy, delivery, and growth for the practice. If you're an entrepreneurial HR leader who can parachute into Seed/Series A/B environments, architect people systems, and ship outcomes quickly, let's talk.
What You'll Do
  • Build the practice: Define service lines (Fractional HR, Org Design, Talent/People Ops, HRIS, Total Rewards, Performance & L&D, Manager Enablement, Compliance), delivery playbooks, pricing, and P&L cadence.
  • Own client outcomes: Serve as fractional CHRO/Head of People for 3-8 clients (mix of Seed-Series B and scaling orgs).
  • Design scalable systems: Stand up HR tech stacks (HRIS/ATS/engagement), workflows, SLAs, and reporting (board-ready dashboards).
  • Partner with Recruiting: Translate hiring plans into workforce plans, compensation bands, and offer frameworks; increase offer acceptance and ramp speed.
  • Advise founders & execs: Org design, culture & values rollouts, leadership coaching, performance architecture, employee relations risk mitigation.
  • Ship compliant foundations: Multi-state compliance, handbooks, policies, ER protocols, investigations, and audit readiness.
  • Create repeatable IP: Templates, toolkits, and SOPs we can productize across clients.
  • Grow revenue: Scope, price, and expand engagements; help hire and mentor the next wave of HR consultants.

Target Client Profile & Problems You'll Solve
  • Seed: "We need HR basics now." → handbooks, onboarding, HRIS, comp bands, first manager toolkits.
  • Series A: "We're hiring fast." → workforce planning, recruiting capacity models, level guides, performance/OKRs.
  • Series B: "We need to scale quality." → manager enablement, pay architecture, career frameworks, ER maturity, people analytics.
  • Scaling Orgs: "We need alignment + accountability." → operating cadence, engagement programs, change management, M&A integration.

30/60/90 Day Plan
Day 0-30
  • Stand up core offerings & pricing, sales collateral, and delivery playbooks.
  • Audit 2-3 early clients; stabilize HRIS, policies, comp bands, and onboarding flows.
  • Publish a KPI dashboard template (hiring, ramp, retention, engagement, ER risk).

Day 31-60
  • Run first wave of manager training (feedback, 1:1s, performance loops).
  • Launch people analytics pack (headcount, diversity, attrition, cost per hire, time to fill, time to productivity).
  • Productize 10+ templates (handbook, pay bands, leveling guides, PIP, RIF checklist, ER intake).

Day 61-90
  • Hit initial revenue and NPS targets; scope expansion for 50% of active clients.
  • Hire/contract 1-2 senior consultants to increase capacity.
  • Formalize quarterly operating cadence (QBRs, OKRs, board reporting service).

Success Metrics (12 Months)
  • Client NPS: 60+
  • Revenue: $X.XM run-rate with 40%+ gross margin (mix of retainers + projects)
  • Time to HRIS Live: ≤30 days from kickoff
  • Manager Coverage: 80% managers trained & using playbooks
  • Offer Acceptance: +10-15% lift for supported roles
  • Regulatory: 100% policy & compliance baseline within 60 days/client
  • Churn: <10% logo churn; 50%+ expansion within 6 months

What You've Done
  • 7-12+ years across HR/People Ops with meaningful time as the first/early HR leader in venture-backed startups (Seed-Series B).
  • Built and operated HR foundations end-to-end: HRIS, policies, comp frameworks, performance cycles, ER, multi-state compliance.
  • Translated founder vision into org design, role architectures, and hiring plans; partnered tightly with recruiting.
  • Led executive-level conversations and coached managers; comfortable in board/comp discussions.
  • Designed scalable processes and documentation others can run with.

Nice to Have
  • Prior consulting, fractional CHRO/Head of People, or practice-building experience.
  • SHRM-CP/SCP or SPHR; comp/benefits design; people analytics fluency.
  • Industry exposure: tech/software, healthcare, AI, or high-growth services.
  • Multi-country expansion experience.

How We Work
  • Backed by Nxt Level: Sales pipeline support, marketing, FP&A, contracts, invoicing, HR/IT stack, and recruiting horsepower.
  • High ownership: You set the bar for quality, cadence, and outcomes.
  • Builder's mindset: Bias to action, pragmatic over perfect, documentation by default.

Apply